Your next A-player
isn't applying.
ScoringFactory reads your company in 60 seconds, then ranks every candidate against your real hiring bar. No forms. No keyword soup. Just signal.
You are drowning in volume
while quality stays flat.
The req piles up. The pile grows. You carry all the blame and none of the authority. Here is what is actually beating you.
The AI-resume flood
Spray-and-pray applicants and AI-generated resumes built to score well. Six hundred submissions land, most are slop, and you cross-check every one by hand to find the five that matter.
Keyword bingo loses the good ones
The strong ones do not paste your JD back at you. Someone wrote "led cross-functional initiatives" and your boolean string for "project management" filtered them straight into the resume black hole.
The black-box score you cannot defend
An AI fit score is a glorified keyword matcher in a box you cannot open. The HM asks why this candidate is a 9, and you have nothing. No way to defend it in the debrief.
Drop in your domain.
Get a slate you can defend.
No boolean gymnastics. No intake form longer than the JD. You give us your URL. We read for what people did, not which keywords they pasted.
Drop in your domain
We read your site, your job pages, your team. We learn the real hiring bar, not the purple-squirrel wishlist the HM hands you. No long intake.
We read for capability
We look at what they actually did and shipped, not whether they parroted your JD. The person who never pasted your keywords still surfaces.
You get a short ranked slate
Not a firehose. A handful of names, ranked, each one showing its work. Walk into the debrief and defend every single one to the HM.
Fewer, better, and
you can defend it.
No black box. No keyword bingo. Every screenshot below is the actual product, and every score in it shows its work.
A short list, ranked by fit.
Filter by location, employer, list, score band. Every row traces back to real evidence, so you submit the top of the slate knowing you can defend it to the HM.
A score that shows its work.
Not a black box. Every dimension breaks down and traces to a real artifact you can click. Read why, then overrule it if you disagree. Your call wins.
Every name comes with its receipts.
Skills, employers, pipeline stage, contact, the work they actually shipped. Click any candidate to see exactly why they ranked where they did, so the debrief never catches you flat.
Your whole pipeline, one view.
Move candidates Sourced to Hired with one click. The score and the evidence follow every candidate through every stage, so you and the HM are reading the same thing.
Feed it the pile. Get back a slate.
Paste a stack of LinkedIn URLs or point it at the whole applicant pile. It enriches and reads them in the background, then ranks them so you work the top, not all 600.
InMail that reads like a human.
Drafts grounded in what the candidate actually did, not a mail-merge template that gets ghosted. You review every line and send, so passive candidates get a reason to reply.
We learn your req.
You skip the intake form.
No 30-page onboarding. No retyping the JD into another box. Just your domain and a few clicks.
Drop in your domain
Type in your company URL. We read your site, your about page, your team, and every open req. We learn the real hiring bar, not a wishlist, without a long intake call.
Review what we found
We show you exactly what we read. Your open reqs, your team, the bar. Confirm it or tweak it. This is also where you tell us if the HM is chasing a purple squirrel.
Import your existing pipeline
Already on Greenhouse, Lever, or another ATS? Connect it in one click and your existing candidates get read and ranked. The pile you already have, finally sorted.
Get your first slate
A short ranked list, waiting in your dashboard. Read against your specific reqs and your team, with the receipts attached so you can defend every name in the debrief.
We are in early access.
No fake quotes here.
We are building this with working recruiters, not a wall of invented five-star reviews. Here is what they actually reach for it to do.
Straightforward pricing.
No surprises.
A bad hire is expensive to unwind. Fill one req right and this has already paid for itself. No per-seat games, no annual lock-in on the lower tiers.
Straight answers
to the obvious questions.
Isn't this just another black-box AI fit score?
Why a short slate instead of more candidates?
Won't keyword search miss the good ones?
Do I need to use a specific ATS?
What about AI-generated resumes built to game the score?
Can I cancel anytime? Is there a contract?
Five people.
The right five.
Stop working the pile top to bottom. Get a short ranked slate you can defend, and overrule it whenever you know better.